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"The use of intermediaries in negotiation can bring many advantages or it can result in the most horrific outcomes." - Who will the suicidal person trust, his wife, a friend, a priest? Get it wrong and death can be the result. - How can the correct intermediary be introduced to influence the debate and help broker the deal?

VIOLENCE IN THE WORKPLACE

Violence in the workplace is topical and newsworthy, but unfortunately, is more and more becoming a regular occurrence. More importantly, if employers do not address violence in the workplace, it seriously impacts on business costs. Low morale, sickness and high staff turnover are the outcomes of ignoring the problem.

Under the Health & Safety at Work Act, employers have a legal duty to look after the health and welfare of staff in the workplace and a policy should be in place at every workplace on how to deal with violence and aggressive behaviour.

"Employers have a responsibility to protect employees by effective planning, organisation, control, monitoring and review" - Health and Safety Executive

Trust Negotiation staff have been at the sharp end of dealing with violence in the workplace and have learnt through wide and varying experience in working with organisations to establish safe working practices and safer working environments. Our experience and guidance allows organisations to set defining ground rules, to create robust reporting templates and to position an integrated threat management approach within their structure.

Ground Rules

To address violence in the workplace, it is acknowledged that organisations must have a policy to deal with:

  • Drug Misuse
  • Alcohol Abuse
  • Zero Tolerance To Violence
  • Physical Attack
  • Threats

Reporting Procedures

Looked at in isolation, the establishment of a system to report violent acts or threats will only provide a limited, short-term impact within the organisation. Reporting systems must be part of a wider framework which includes :

  • Identifying working conditions that unnecessarily expose employees to violence
  • Adopting an architectural design approach to crime prevention
  • Employee involvement in solution centred management of violence
  • Organisational tracking system of incident outcomes
  • Supporting prosecution of offenders

Threat Management

The consequences of violence can be destructive within an organisation but can be countered through an integrated, cohesive threat management approach, which supports employees and is a proven benefit to improving safety by:

  • Creation of a threat management team
  • Defining routes of communication with support agencies
  • Establishing protocols for evidence preservation and interviewing procedures
  • Media handling guidance
  • Critical incident debriefing

You Will Achieve:

  • A safer working environment
  • Increased staff security
  • Improved staff morale
  • Compliance with Health & Safety legislation

Trust Negotiation can assist in establishing safer controlled working environments, which will help to reduce confrontation and provide staff with a framework of action that demonstrates the organisation values their safety.